About a year ago, Abigail began her first day on a new job. She was a software engineer, new to the workforce, and eager to make a good impression on her colleagues. At the end of the day, she noticed a fine, jagged line on the floor of the office, stretching the length of the building. She examined it, puzzled. She was pretty sure she hadn’t noticed it earlier, and almost as sure that it hadn’t been there when she’d arrived. For a moment she considered asking someone about it, but she didn’t feel comfortable inquiring about structural integrity on her first day.

It’s Valentine’s Day. School children are passing out cards to their classmates, romantic partners are giving and receiving presents, women are continuing to give “Galentine’s Day” cards to their BFFs, and brands are, well, publishing sappy blog posts. Not us, though. This post will not be sappy. You’ll see.

Employee Appreciation Day is March 4. Celebrate your team by showing your appreciation for their resilience, hard work, creativity, and determination to get the job done.

Employee burnout is something all organizations face regardless of industry, employee experience or position within the company. When that is coupled with the stress of the past 18 months, including COVID, political unrest, and other stressors in our lives, we find that people can begin buckling under that pressure. Keeping that in mind, as leaders, we need to figure out ways to not only retain our employees but, keep them from reaching the point where they burn out. We addressed retention in our last blog post and went into detail about ways to improve your culture and unearth underlying issues within your team.

A widely held belief is that the underlying purpose of a Performance Improvement Plan is to begin the documentation process toward termination. This might be the case. But it may not be.

Employers spend considerable time and money searching for a candidate and even more time and money training that employee to carry out the job responsibilities. Employers generally want to work with employees and try to retain them.

It’s still too early to tell how great the “Great Resignation” will be. Or if it even lives up to that description. True, lots of employees are considering changing jobs, but there’s a world of difference between thinking about quitting and actively hunting for a new opportunity. There’s no doubt, though, that employees want more out of their work life. And they’re willing to fight for what they want or leave if they don’t get it.

What more do these unsatisfied employees want? That depends. Really, the best way to learn what your employees want is simply to ask them. We cannot stress this enough. Check-ins with managers are an ideal time for this if both managers and their direct reports are comfortable having such conversations. Anonymous surveys are another option. If nothing else, conduct exit interviews.

But while individual desires vary, they tend right now to fall into a few general themes: greater freedom and flexibility, a bigger say in the workplace, better compensation, and increased safety and security. Employers that can meet these demands have an advantage in today’s job market. Let’s look at each in turn.

It’s an old adage that “people are your greatest asset” and this has never been truer. Workplaces have changed dramatically in the last eighteen months. Many organizations have struggled but those who have remained successful have one thing in common – they prioritize and recognize their people.

As we enter the new year, the risks of COVID-19 may recede, but the trauma, pain, and disruptions of these past two years will still be with us, affecting our lives and our work. We’ve all struggled, sometimes in ways we can’t pinpoint.

Download the employee recognition program.

Just like your teeth impact your speech your pay can impact who you hire, the kind of people you keep and whether you will succeed at all. Pay is a foundational component of your future success. What you pay someone today sets an expectation for them and for every hire of a similar person.

While this seems like a pure HR issue, it is a compensation issue. Paying employees costs more than paying contractors. It’s a fact. Companies are increasingly focused on more aggressive profit margins. The concept of “gig workers” help solve this issue by allowing companies to grow without paying…